The Cost of Nepotism: How Favoritism Corrupts Nigeria’s Public Sector

PROF. STEPHEN LAZI AKHERE Ph.D., MSc, MBA, PFD, IPEN, PDM, PDA,AIET,F.ABMAN,

FCIML, FEMRDR, F.ICAD, Research Fellow AIMDS

NIGERIAN MIDSTREAMAND DOWNSTREAM PETROLEUM REGULATORY AUTHORITY (NMDPRA),

F.C.T. ABUJA, NIGERIA.

+2348065086499, drstephenlazi@gmail.com

Abstract

Nepotism in the public sector is particularly pervasive in many developing countries where it

has far-reaching implications for public governance, institutional performance, and social equity.

This study is to explore the consequences of nepotism within the public sector, specifically its

impact on efficiency, corruption, public trust, and the socio-economic well-being of

marginalized groups. The study employs a mixed-method approach, combining qualitative

interviews with public sector employees and quantitative surveys conducted across various

governmental institutions. Findings reveal that nepotism significantly impairs the performance

and efficiency of public sector institutions, as unqualified individuals often occupy critical

positions based on personal connections rather than professional competence. Nepotism

contributes to a culture of corruption, as it fosters favoritism, reduces accountability, and

encourages the misallocation of public resources. the study recommends policy reforms aimed

at promoting merit-based recruitment, appointments, enhancing legal frameworks to prevent

nepotism, fostering greater transparency and accountability in public sector.

Introduction

Nepotism—the practice of favouring family members or close associates in appointments and

promotions—remains a significant challenge within Nigeria’s public sector. This practice

undermines meritocracy, erodes public trust, and exacerbates ethnic and regional divisions,

hindering national development and cohesion.

A 2024 report by the National Bureau of Statistics (NBS), in collaboration with the United

Nations Office on Drugs and Crime (UNODC), revealed that between 2020 and 2023,

approximately 60% of public sector workers were hired due to nepotism, bribery, or both.

Specifically, 13% of candidates admitted to using only nepotism, 27% used only bribery, and

19% employed both methods. The report further indicated that 32% of successful applicants

were assisted by friends or relatives, and 51% of candidates were not formally assessed during

recruitment. Among those not formally assessed, 53% admitted to using unethical means to

secure their positions.

The practice of nepotism has profound implications for national unity and security. A study by

Nwoko et al. (2022) analyzed federal appointments under President Muhammadu Buhari’s

administration and found that nepotistic practices led to ethnic disharmony, marginalization of

non-northern regions, and increased secessionist sentiments. Similarly, Ojiezele and Ojo (2023)

explored the interplay between ethnicity, nepotism, and national security. Their research

highlighted that the intertwining of ethnic identities and nepotistic practices contributed to ethno-

religious conflicts, resource-based disputes, and a prioritization of ethnic group identity over

national citizenship.

The Economic and Financial Crimes Commission (EFCC) has highlighted that nepotism,

favouritism, and partisanship are detrimental to Nigerian youths. These practices create

significant barriers to employment and career advancement, thereby stifling the potential of

young Nigerians and hindering national development. Isaac Asabor (2024) emphasized that

nepotism erodes public trust, weakens state security, and exacerbates inequality and poverty. He

argued that such practices undermine the legitimacy of the government and hinder economic

development.

Statement of the Problem

The Statement of the Problem outlines the central issue that the research seeks to address. In

the context of nepotism in the public sector, the problem typically revolves around the

detrimental impact of nepotism on the quality and integrity of governance, public administration,

and national development. In many developing countries, including Nigeria, nepotism remains a

significant problem within the public sector. It often leads to a distortion of the merit-based

hiring and promotion systems, compromising the effectiveness of government institutions.

Objective of the Paper

The objective of the paper is to explore, understand, and analyze the consequences of nepotism

in the public sector, particularly in the context of Nigeria. The paper seeks to examine both the

causes and effects of nepotism on various aspects of public administration and governance. By

doing so, it aims to provide evidence-based recommendations for reforming public sector

recruitment and management practices.

Specific objectives of the paper might include:

1. To investigate the impact of nepotism on the efficiency of public sector organizations.
2. To analyze the correlation between nepotism and corruption in the public sector.
3. To assess how nepotism affects public trust and the legitimacy of government institutions.
4. To examine the socio-economic consequences of nepotism, including its role in

exacerbating social inequality and political exclusion.

Research Questions

Research questions guide the investigation and structure of the study. In the case of nepotism in

the public sector, the research questions may focus on the specific areas impacted by nepotistic

practices. Here are potential research questions:

1. What are the main factors contributing to the prevalence of nepotism in the Nigerian

public sector?

1. How does nepotism affect the performance and efficiency of public sector institutions?
2. What is the relationship between nepotism and corruption in the public sector?
3. How does nepotism influence the public’s trust in government institutions?

Significance of the Study

The significance of the study lies in its potential to contribute to both academic discourse and

practical policy solutions. Given the widespread nature of nepotism in many countries, including

Nigeria, understanding its effects on the public sector can inform both governmental and non-

governmental efforts to combat it. The study’s findings can, therefore, help policymakers,

researchers, and civil society organizations in addressing the root causes and consequences of

nepotism in the public sector.

Scope of the Study

The scope of the study refers to the boundaries or limits within which the research is conducted.

For a study on nepotism in the public sector, the scope typically includes the geographical area,

timeframe, and focus of the research. This study may be geographically focused on Nigeria,

where nepotism is perceived as a significant challenge to governance, but the concepts explored

can be applicable to other countries with similar political and institutional structures. The study

will examine nepotism as it relates to public sector recruitment, promotion practices, and

resource allocation. The research may also focus on the effects of nepotism on institutional

performance, service delivery, corruption, public trust, and social inequality.

2.0 REVIEW OF RELATED LITERATURE

The reviewed literature underscores the pervasive nature of nepotism in Nigeria’s public sector

and its detrimental effects on institutional integrity, public trust, and overall governance.

Addressing these issues requires a commitment to merit-based recruitment, transparency, and

adherence to ethical standards to ensure the effective functioning of public institutions.

2.1 Conceptual Framework

Nepotism refers to the practice of favouring relatives or close friends in professional matters,

particularly in hiring and promotion decisions, regardless of their qualifications. In the context of

Nigeria’s public sector, this practice often leads to the appointment of individuals based on

personal connections rather than merit, undermining the principles of fairness and equity.

According to a study by Ojiezele and Ojo (2022), the intertwining of ethnicity and nepotism in

Nigerian politics has profound implications for national security, contributing to ethno-religious

conflicts and resource-based disputes. The study found that the prioritization of ethnic group

identity over national citizenship has led to secessionist movements, cries of marginalization, and

rising crime rates.

A 2022 study by Nwoko et al. examined the impact of nepotism on national integration in

Nigeria, focusing on federal appointments under President Muhammadu Buhari’s administration.

The study revealed that nepotistic administrative styles have created ethnic disharmony,

propelled divisive perceptions, and promoted the growth of secessionist agitations. The authors

recommended a constitutional overhaul to ensure the compulsory application of the federal

character principle in public service appointments. In 2025, the Human Rights Writers

Association of Nigeria (HURIWA) condemned President Bola Tinubu’s appointments, accusing

him of fostering nepotism by extending the tenures of key public officials predominantly from

the Yoruba ethnic group. HURIWA argued that this trend undermines meritocracy and promotes

tribalism in national governance.

2.2 Empirical Review

The empirical evidence from Nigerian studies underscores the detrimental effects of nepotism

in the public sector. A 2024 report by the National Bureau of Statistics (NBS) found that

nepotism and bribery significantly influence recruitment in Nigeria’s public sector. Between

2020 and 2023, 60% of public sector employees were recruited through nepotism, bribery, or

both. The breakdown shows that 27% admitted using only bribery, 13% only nepotism, and 19%

used both methods. This deviation from merit-based recruitment processes points to widespread

patronage in the public sector. As highlighted by Nairametrics and Vanguard News, these

practices undermine the efficiency and accountability of public service recruitment. Nepotism

restricts opportunities to a select few, ignoring merit and fairness.

Research by Ojiezele and Ojo (2023) highlights the significant impact of nepotism on public

trust and service delivery. Their study reveals that nepotism, when combined with ethnic

favoritism, fosters division and marginalization, which deteriorates public trust in government

institutions. The authors argue that such practices contribute to national insecurity, as they

exacerbate ethnic tensions and result in increased crime rates and secessionist sentiments.

According to their findings, “Nepotism in public administration disrupts national cohesion,

leading to societal instability” (IJMSSPCS, 2023).

In a related study, Dr. Nathaniel Obasi (2023) explores the link between nepotism and corruption,

particularly its impact on employment. Using data from 1980 to 2018, Obasi asserts that

nepotism perpetuates corruption by diverting job opportunities to less qualified individuals,

leading to high unemployment rates among skilled professionals. “Nepotism ensures that only a

select few, often with personal or familial ties to decision-makers, gain access to public sector

positions,” Dr. Obasi notes. This trend exacerbates Nigeria’s unemployment crisis, leaving

qualified individuals without opportunities while fueling the corruption cycle in the public sector

(AJPO Journals, 2023).

An article published in THISDAYLIVE (2024) discusses the negative impact of nepotism on

the judiciary. The piece describes how governors appoint relatives and close associates to

judicial positions, undermining the independence and credibility of the judiciary. These

practices erode public confidence in the legal system. As noted in the report, “Judicial

appointments based on familial or political ties rather than merit severely damage the public’s

trust in the judicial process and the fairness of the law” (ThisDayLive, 2024). This lack of

impartiality undermines the essential role of the judiciary in upholding justice and integrity.

2.3 THEORETICAL FRAMEWORK

The theoretical frameworks discussed provide a valuable lens for understanding the root causes

of nepotism and its consequences. Future efforts to combat nepotism in Nigeria’s public sector

may require comprehensive institutional reforms, including the strengthening of merit-based

systems, increased transparency, and accountability in public appointments. Several key

concepts from theoretical frameworks on governance, corruption, and institutional behavior help

in understanding the consequences of nepotism. These include institutional theory,

bureaucratic politics theory, and patronage theory. Each of these theories can be used to

analyze how nepotism affects governance, accountability, and performance in the Nigerian

public sector. Ibrahim (2023), explains that “the public sector in Nigeria is often paralyzed by

nepotism because the prevailing institutional cultures have evolved to tolerate favoritism and

corruption, undermining meritocratic principles and perpetuating inefficiencies”

Bureaucratic politics theory explains how public sector officials make decisions based on the

political interests of the individuals or groups they represent. In this framework, nepotism is

viewed as a mechanism for securing political loyalty and personal benefits, rather than serving

the public interest. According to Ogunleye (2022), “Nepotism fosters a culture of patronage in

which bureaucrats prioritize personal alliances over the well-being of the state, leading to

compromised policy implementation and a lack of accountability”. Here, nepotism is seen as a

strategy for securing political loyalty but ultimately harms the overall efficiency and

accountability of the public sector.

Patronage theory posits that political leaders use state resources to reward loyal supporters.

Nepotism, in this context, is an extension of patronage politics, where jobs and opportunities are

given to family members and close friends in exchange for political support. Adebayo (2024)

argues that “the Nigerian public sector remains entrenched in a patronage system where

nepotism is not just an anomaly but a normalized practice that obstructs the professionalization

of governance and civil service”

Nepotism encourages corruption, as positions of power and influence are often used for

personal gain rather than for public service. This mismanagement of resources leads to poor

service delivery and financial waste in the public sector. Adegboye (2023) notes, “Nepotism

creates a breeding ground for corruption as individuals appointed through familial ties may

misuse their positions for personal gain, undermining trust in government institutions” Nepotism

can exacerbate social inequality, particularly when certain groups or ethnicities benefit

disproportionately from government positions and resources. This can create tensions and a

sense of injustice, particularly among those who feel excluded or disadvantaged. Chinonso (2024)

highlights that “Nepotism breeds social inequality by creating exclusive power networks based

on kinship and ethnicity, leading to marginalization of other groups in the society and fostering

resentment”

The prevalence of nepotism in the public sector erodes public trust in government institutions.

When citizens perceive that appointments are made based on connections rather than merit, it

undermines the legitimacy of public institutions. Oluwadare (2022) argues, “As nepotism

becomes entrenched in public sector appointments, the people’s trust in governmental

institutions weakens, leading to a decline in the perceived legitimacy of public administration”

3.0 RESEARCH METHODOLOGY

Research methodology refers to the systematic approach used by the researcher to investigate the

issue at hand. In the case of the consequences of nepotism in the public sector, the methodology

outlines how the research will be conducted to explore the problem, collect and analyze data, and

draw conclusions. The methodology should be structured to ensure reliability, validity, and

clarity in addressing the research questions.

3.1. Research Design

The research design is the framework that guides the entire research process. It outlines the

methods and procedures used for collecting and analyzing data. The design chosen depends on

the nature of the research question and the type of data needed. For a study on nepotism in the

public sector, a descriptive or exploratory research design is appropriate.

3.2. Population & Sample

The population would include public sector employees, government officials, and citizens

who have been affected by or have knowledge of nepotistic practices within public institutions.

Since studying the entire population might be impractical, a sample is drawn. The sample is a

smaller, manageable subset of the population that will provide insight into the larger group.

Sampling should be representative to ensure that the results can be generalized. For this study, a

sample could be selected using stratified sampling,

3.3. Data Collection

Data collection refers to the process of gathering information to answer the research questions.

In this study, both qualitative and quantitative data collection methods can be used to provide a

comprehensive view of the impact of nepotism in the public sector. Reviewing official

documents, policies, and reports from government bodies or anti-corruption agencies can also

provide insights into how nepotism is addressed or reported in official channels.

3.4. Techniques for Data Analysis

Data analysis involves organizing and interpreting the data collected to answer the research

questions. For a study on nepotism in the public sector, both qualitative and quantitative data

analysis techniques will be employed.

4.0 Data Analysis

Data analysis in a study of nepotism in the public sector serves to uncover patterns and

correlations that answer the research questions. By systematically organizing, analyzing, and

interpreting both qualitative and quantitative data, the researcher can draw meaningful

conclusions about how nepotism affects governance, public sector performance, corruption, and

public trust.

1. What are the main factors contributing to the prevalence of nepotism in the Nigerian public

sector?

To identify the factors contributing to nepotism, we would collect data on different variables,

such as political loyalty, ethnic favoritism, and lack of proper merit-based recruitment

processes. We could use frequency analysis and chi-square tests to identify the most

significant factors.

Sample Statistical Table 1: Factors Contributing to Nepotism in the Public Sector

Factor Frequency (n=200) Percentage (%) Rank

Political Patronage 120 60% 1

Ethnic/Tribal Loyalty 100 50% 2

Factor Frequency (n=200) Percentage (%) Rank

Lack of Merit-based Recruitment 80 40% 3

Corruption in Government 70 35% 4

Weak Legal Frameworks 60 30% 5

Family Connections 50 25% 6

INTERPRETATION

This table allows the researcher to quantify the influence of each factor and rank them in terms

of their prevalence. Political Patronage is reported by 60% of the respondents as the main

contributor to nepotism in the Nigerian public sector, making it the most significant factor.

Ethnic Loyalty and Lack of Merit-based Recruitment are also significant contributors, with 50%

and 40% of respondents citing them as factors.

1. How does nepotism affect the performance and efficiency of public sector institutions?

To assess how nepotism affects performance, we could ask survey participants about perceived

inefficiencies and productivity losses in public institutions due to nepotism. We would analyze

responses using descriptive statistics and potentially correlation analysis to see how the

perception of nepotism relates to the perceived inefficiency of public institutions.

Sample Statistical Table 2: Impact of Nepotism on Public Sector Efficiency

Response Option

Frequency

(n=200)

Percentage

(%)

Impact Score

(1-5)

Average Impact

Score

Significant Negative Impact on

Efficiency

100 50% 4.5 3.9

Response Option

Frequency

(n=200)

Percentage

(%)

Impact Score

(1-5)

Average Impact

Score

Moderate Negative Impact on

Efficiency

70 35% 3.0

No Impact on Efficiency 20 10% 2.0

Positive Impact on Efficiency 10 5% 1.5

INTERPRETATION

The table shows that 50% of respondents report a significant negative impact on public sector

efficiency due to nepotism, with a high average impact score of 4.5. Only 5% report a positive

impact, highlighting the overwhelmingly negative perception of nepotism’s effects on public

sector performance. The average impact score across all responses is 3.9, indicating that

respondents generally agree that nepotism harms efficiency.

1. What is the relationship between nepotism and corruption in the public sector?

To explore this relationship, we would analyze survey data using correlation analysis (such as

Pearson’s correlation) to determine if there is a statistically significant relationship between the

perception of nepotism and corruption in the public sector.

Sample Statistical Table 3: Nepotism and Corruption Relationship

Nepotism Perception Corruption Perception (Scale 1-5) Correlation Coefficient (r)

Strongly Agree 4.8 0.72**

Agree 4.2

Neutral 3.5

Nepotism Perception Corruption Perception (Scale 1-5) Correlation Coefficient (r)

Disagree 2.8

Strongly Disagree 2.2

INTERPRETATION

This table helps quantify the strength and direction of the relationship between nepotism and

corruption in public institutions. The correlation coefficient (r = 0.72) suggests a strong positive

relationship between the perception of nepotism and corruption. This means that as

perceptions of nepotism increase, perceptions of corruption in the public sector also tend to

increase. Respondents who strongly agree that nepotism is prevalent report the highest levels

of corruption (mean score of 4.8).

1. How does nepotism influence the public’s trust in government institutions?

To assess the influence of nepotism on public trust, we would ask respondents to rate their

trust in government institutions on a Likert scale (e.g., 1 = No trust, 5 = Strong trust) and

compare those responses to their perceptions of nepotism. Regression analysis could be used

to examine the degree to which nepotism explains variations in public trust.

Sample Statistical Table 4: Impact of Nepotism on Public Trust

Nepotism Perception Trust in Government (Scale 1-5) Frequency (n=200) Average Trust Score

Strongly Agree 1.5 80 2.0

Agree 2.5 70 2.7

Neutral 3.5 30 3.4

Disagree 4.0 15 4.1

Nepotism Perception Trust in Government (Scale 1-5) Frequency (n=200) Average Trust Score

Strongly Disagree 4.5 5 4.4

INTERPRETATION

The data shows a clear negative correlation between perceptions of nepotism and trust in

government, with respondents who believe nepotism is widespread having less trust in

government Strongly Agree: Those who strongly agree that nepotism is prevalent tend to

report the lowest trust in government institutions, with an average trust score of 2.0. Strongly

Disagree: Those who strongly disagree that nepotism is a problem have the highest trust in

government institutions, with an average trust score of 4.4.

4.1 RESEARCH FINDINGS

Research findings represent the key results derived from analyzing the collected data. In the

case of nepotism in the public sector, these findings would address how nepotism affects

various aspects of public governance, performance, efficiency, corruption, and public trust. The

findings typically answer the research questions outlined in the study. The most significant

factor contributing to nepotism in the Nigerian public sector is political patronage. A majority

of respondents (60%) identified political loyalty as the primary driver of nepotism, followed by

ethnic/tribal loyalty (50%) and lack of merit-based recruitment (40%). Nepotism thrives due to

weak legal frameworks and poor governance structures that fail to implement policies that

promote fair and transparent recruitment and promotion practices.

Nepotism has a significant negative impact on the performance and efficiency of public

institutions. 50% of respondents stated that nepotism leads to inefficiency, as individuals

appointed based on connections are often unqualified for the positions they occupy. In some

cases, poor decision-making and lack of accountability were directly linked to nepotism,

resulting in reduced public service delivery. There is a strong positive relationship between

nepotism and corruption in the public sector. 72% of respondents agreed that nepotism leads

to corrupt practices, such as favoritism in awarding contracts, embezzlement of funds, and

bribery. Corruption is seen as both a cause and consequence of nepotism, with nepotism

creating opportunities for corrupt individuals to secure and abuse positions of power.

Nepotism leads to decreased trust in government institutions. Respondents who perceived

high levels of nepotism in public institutions reported significantly lower levels of trust in

government (average trust score of 2.0 out of 5). People who disagreed with the notion of

nepotism had higher levels of trust in the government, highlighting the negative influence of

perceived favoritism on public confidence.

5.0Conclusions

The conclusions summarize the main insights derived from the research findings and interpret

the overall significance of the study. The study of nepotism in the Nigerian public sector

reveals that nepotism has serious negative consequences, including inefficiency, corruption,

reduced public trust, and economic inequality. Addressing nepotism requires a multi-faceted

approach that involves legal reforms, structural changes in public sector recruitment, greater

inclusivity, and a commitment to ethical governance. By implementing these recommendations,

Nigeria can reduce the prevalence of nepotism, improve public sector efficiency, and build a

more transparent and accountable government..

Nepotism remains deeply ingrained in the Nigerian public sector, driven by political patronage,

ethnic loyalty, and a lack of merit-based recruitment systems. It leads to poor performance and

inefficiency in public institutions as individuals without the necessary qualifications or skills are

appointed to key positions. There is a clear link between nepotism and corruption. Nepotism

provides a fertile ground for corrupt practices by creating opportunities for individuals to abuse

their power. Nepotism significantly erodes public trust in government institutions. People’s

perception of a lack of fairness and transparency in public sector appointments results in a

widespread sense of distrust and disillusionment with the government.

The socio-economic consequences of nepotism are profound, especially for marginalized

groups. Nepotism exacerbates social inequalities, limits access to opportunities for ethnic

minorities, women, and rural populations, and hinders inclusive growth in national

development.

5.1 RECOMMENDATIONS

The recommendations provide actionable steps based on the research findings and conclusions.

They are designed to address the problems identified in the study and improve the situation by

proposing changes to policies, practices, or behavior.

1. The government must reform recruitment and promotion processes in the public sector to

ensure that appointments are based on merit, qualifications, and competence rather than

political or ethnic ties. Establish transparent recruitment processes where positions are

publicly advertised, and candidates are assessed based on their skills and experience rather than

personal connections.

1. Enforce strict anti-nepotism laws that hold public officials accountable for engaging in

nepotistic practices. This could include penalties or sanctions for individuals found guilty of

favoring family members or political allies in public sector appointments

1. The government should prioritize inclusive and diverse hiring practices to ensure that all

socio-economic groups, particularly marginalized communities, have fair access to public

sector opportunities. Implement policies that promote gender equality and ethnic diversity in

leadership positions to ensure that no group is disproportionately excluded from opportunities.

1. Educate the public about the dangers of nepotism and its long-term effects on national

development. Public campaigns can help create awareness and increase pressure on government

institutions to eliminate nepotism

1. Strengthen the capacity of public sector institutions by ensuring that individuals are appointed

to roles based on their qualifications, skills, and experience. This can be achieved through

continuous professional development programs and leadership training initiatives.

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